• Korean Journal of Health Education and Promotion
• /
• v.13 no.1
• /
• pp.52-71
• /
• 1996

To measure the degree of work stress and identify factors influencing the stress among OR nurses, a study was implemented for 131 OR nurses working at four university hospitals in Taegu city through self administered questionnaires. Mean score of total work stress of nurses was 3.71, when maximum score was 5. Relatively high degrees of work stress was evident among OR nurses. When the related factors of the stress specified in the questionnaire were grouped into 11 categories, the respondents turned out to feel the highest stress when they were faced with the categories of non-peculiar duty and personal conflict with doctors. The most stressful events were nursing malpractice during surgical operations and damage to OR equipments. The nurses more susceptible to workstress were married with one child, less educated and worked at OR for 3 to 6 years.

• Digital Contents
• /
• no.11 s.138
• /
• pp.44-46
• /
• 2004

온라인게임 등 콘텐츠 영역에서 갈등,중복의 모습을 비쳐왔던 문화관광부와 정보통신부가 대승적 차원에서 협력을 다짐하며 손을 맞잡았다. 지난달 1일 정동채 문광부 장관과 진대제 정통부 장관은‘문화콘텐츠-디지털콘텐츠 업무협력합의서’를 체결하고, 중복업무가 발생하지 않도록 조정하자는 데 공식 합의했다. 이번 합의서의 체결과정 및 의미, 그리고 업계반응을 살펴봤다.

• Proceedings of the KAIS Fall Conference
• /
• 2010.05b
• /
• pp.1181-1184
• /
• 2010

직장-가정에 대한 연구는 구성원의 직장생활과 가정생활과의 조화를 통해 업무성과 및 생산성, 생활 만족, 직무스트레스 등의 제고를 위한 방안도출에 매우 중요하다. 하지만 직장-가정 갈등과 관련하여 일반조직에 대한 선행연구는 많이 이루어졌지만, 일정한 질서의 조직편제를 갖춘 경찰조직과 같은 준 군대조직, 위험성, 정치성이 있는 조직에 대한 연구는 전무한 실정이다. 따라서 본 연구는 경찰청이라는 특수한 조직의 직원에 대한 직장-가정갈등과의 원인의 결정요인을 고찰하고자 한다.

• Journal of dental hygiene science
• /
• v.7 no.2
• /
• pp.65-72
• /
• 2007

The purpose of this study was to examine the job stress and job stressors of dental hygienists. The subjects in the study were 220 dental hygienists who worked in north Jeolla province. After a mail survey was conducted from July 24 through September 24, 2006, the responses from 180 dental hygienists(response rate 81.8%) were gathered, and 156 answer sheets were analyzed except 24 incomplete ones that couldn't be analyzable. The findings of the study were as follows: 1. As for the correlation of overall job stress to turnover intention, their entire stress was under the influence of unreasonable treatment (r = 0.382), conflicts as a professional(r = 0.285), tough working environments(r = 0.303), conflicts with colleagues(r = 0.233), and heavy workload (r = 0.262). Those who were more stressed were more willing to change their occupation, and their stress level made a statistically significant difference to that(p < 0.01). 2. A multiple regression analysis was carried out by selecting the job stressors and turnover intention as independent and dependent variables respectively to see how each of the stressors affected job stress. And unreasonable treatment(p < 0.001) was identified as what had the biggest impact on that, followed by conflicts as a professional(p < 0.05), and tough working environments (p < 0.05). The stressors made a 22.2% prediction of turnover intention.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.10 no.9
• /
• pp.2501-2508
• /
• 2009

This study it to find out how to manage the conflict within a hospital organization. We use survey data of 269 employees of one university hospital. The result is as follows. The type of conflict management varied significantly according to sex, age, and departments. Among the type of conflict management, avoidance was differed significantly by sex. and competition, avoidance, cooperation were differed significantly by age, and avoidance, cooperation were differed significantly by department. Conflict is always in exist in a complex organization like a hospital. Though the data has its own limit as of only one hospital, through this study, we could find that there were some differences in the way of conflict management in hospital organization according to sex, age, and departments. With the result, we expect to find a way to improve the working performance by knowing how to manage conflicts within a university hospital.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.7 no.1
• /
• pp.233-244
• /
• 2012

This study investigates the effects on the performance of women workers' work-family relationship. As reduced conflict with maintain a harmonious relationship between work and family of women workers, improving the quality of work of women workers, look into an effective support system for maximizing the effectiveness of women workers. The final sample size for this study was 500. The results were as follows. First, the harmonious relationship between work and family have significant positive effects on the job satisfaction and organizational commitment of women workers. This implies that companies should make an effort to maintain harmonious work-family relationship for women employees and can enhance individual atisfaction and ultimately lead to corporate performance. Second, according to the result of verifying the second hypothesis that conflictive work-family relationship will affect employees' satisfaction negatively, there was partial support. In other words, conflictive work-family relationship influenced job satisfaction negatively, but it showed no correlation with organizational commitment. This result suggests that it has direct relationship with the job that is being actually carried out and indirect relationship with the organization. Third, based on the result of verifying the hypothesis on the moderate effect of non-occupational supporting systems which proved to be partially moderate effect. In short, this study has proved the importance of women workers' work-family relationship. Furthermore, the study results imply that it is necessary to establish supporting systems to minimize women workers' conflictive work-family relationship. It is also particularly urgent for companies to make non-occupational supporting systems.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.18 no.2
• /
• pp.532-539
• /
• 2017

The objective of this study was to understand the degree of conflict in team teaching nursery teachers and also differences in conflict management methods and job satisfaction in accordance with conflict level. For this, a survey was conducted targeting 241 team teaching nursery teachers. In the results of the study, conflict management methods in accordance with conflict level of team teaching nursery teachers showed significant differences in the type of 'integration' and 'avoidance' between groups. Second, job satisfaction in accordance with the conflict level of team teaching nursery teachers showed significant differences in the whole like 'director's operation method & attitude', 'social perception & treatment', 'childcare environment and welfare', 'childcare work', 'relation with colleagues', and 'relation with parents' between groups. In other words, the group with low conflict showed higher job satisfaction than groups with middle or high conflict levels. Based on the results of the study, the efficient operation of team teaching nursery teachers was also discussed.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.17 no.1
• /
• pp.622-628
• /
• 2016

The aim of this study was to clarify how the role stress of administrative workers in medical institutions affects burnout, job satisfaction, and organizational commitment. The study conducted surveys on administrative workers at ten general hospitals with more than 200 beds for one month between July 13 and August 18, 2015. The surveys then underwent factor analysis, average variation extraction, a suitability index of the research model, and a path-coefficient estimation analysis of the research model using AMOS 18.0. The main results revealed a positive (+) effect according to the role conflict and role excess on burnout, and a negative (-) effect of burnout on job satisfaction, while they displayed no significant relationship with organizational commitment. These results suggest that clear guidelines and unity in instructions are needed to reduce the role of stress in cooperative tasks between departments and that optimizing the roles of organization members by accurately measuring and weighing tasks can increase the attachment to the organization and ultimately improve the individual job performance.

• 한국정보교육학회:학술대회논문집
• /
• 2006.08a
• /
• pp.215-221
• /
• 2006

교육인적자원부는 교육행정 전반의 효율성을 높이고 교원 업무 환경 개선을 위해 교육행정정보시스템(NEIS)을 도입하여 시행하고 있다. 그러나 개인정보보호 문제로 여러 단체와 갈등을 빚어오던 중, 2003년 12월 교무 학사, 입 진학, 보건 등 3개영역을 분리하여 별도 시스템을 구축하기로 결정하고 2005년 시범학교 운영을 거쳐, 2006년에는 시스템을 전면적으로 운영하게 되었다. 본 연구는 교무업무시스템의 운영 현황을 분석하고, 당면한 문제점과 관련 과제를 제시하고자 하였다. 연구 결과, 70%이상의 교사들이 교무업무시스템을 1일 평균 1-2회 접속하는 것으로 밝혀졌으며, 기존의 수기장부가 약간 줄어들은 것으로 평가되었다. 교사들은 교무업무시스템의 기능, 디자인, 편의성, 효율성 등에 대해 긍정적이었으며, 재택 처리가 가능해진 것을 가장 좋은 점이라고 응답했다. 또한 개인정보보호에 대한 중요성을 알고 전자인증서를 관리한다는 응답이 많았으며, 가장 큰 문제점으로 접속의 어려움과 느린 시스템 속도 등 시설 측면의 개선이 요구되었다. 다수의 교사들이 시스템의 정착 후 교원의 업무가 경감되고 효율적으로 바뀔 것이라고 긍정적으로 응답했으나, 복잡해지고 이중 부담이 예측된다는 응답이 뒤를 이었다. 이러한 문제점을 개선하기 위해, 다양한 연수프로그램 제공, 학교 시설의 전반적인 개선, 수기장부의 감축을 통한 실제적인 업무 경감 등이 필요한 것으로 나타났다.

• Journal of Korea Port Economic Association
• /
• v.28 no.4
• /
• pp.231-255
• /
• 2012

This study examined the communication and conflict between ship prganization and ship management team. Those are measured and analyzed about both groups, and then the relationships would be investigated objectively and synthetically. Especially, this relationships are enlightened by measuring the level and gap of the communication and group conflict between ship organization and ship management team. The effect of that conflict is analyzed on the organization commitment and job satisfaction of ship organizations. As a result, this study demonstrates the communications have a negative influence on group conflict with statistic significance, also the conflicts effect negatively on the organization commitment and job satisfaction. In the analysis of gaps about the communication and conflict between groups, the level of group conflict is lowest in the group whose gap of communication is small and both communications are activated, and the organization commitment and job satisfaction are highest in the group whose gap of group conflicts is small and both level of the conflicts are low. To conclude, the ship organization and ship management teams in the shipping company have to lessen their conflict each other and heighten the organization commitment and job satisfaction through their smooth communication.